How to negotiate your salary
October 25, 2026
There are two natural moments to negotiate pay: when you get the offer, and at your yearly review. Most people only try the first, and many skip both. Asking politely, with a reason, rarely costs you the job offer or the relationship, and a small raise early compounds every year after.
Salary is also not the only thing you can negotiate. Vacation, bonus and other perks matter too, and they often fit better at a review than at the offer. This guide covers both moments and what to ask for at each.
Moment one: when you get the offer
This is when you have the most leverage. They have picked you, and the cost of starting over is higher for them than a few thousand dollars.
Research the range first. Look at what similar roles pay. Postings that list pay are the best evidence, because they show what employers actually offer right now.
Let them name a number first if you can. If asked early for your expectations, say you want to learn more about the role and are confident you can agree on something fair. If they insist, give a range with your target near the bottom third of it.
Never negotiate before there is an offer. Before an offer, they can still choose someone else. After one, you are negotiating over details.
Thank them, then ask. Show enthusiasm first, then make one clear request.
Ask for a number, with a reason. "Based on my experience and what similar roles pay, I was hoping for $X." A reason beats a demand.
Stay quiet after you ask. Let them respond.
Script:
"Thank you, I'm excited about this role and the team. Based on my five years of experience and what similar roles are paying, I was hoping for $X. Is there flexibility on the base salary?"
If they say no, ask what would make a higher number possible, and whether it can be revisited at six months. Get any agreement in writing.
Moment two: the yearly review
The second chance comes once a year, and it works differently. Your leverage is no longer a competing candidate. It is your track record.
Start building the case months ahead. Keep a running list of results: projects finished, problems solved, money saved, extra duties taken on, positive feedback.
Time it right. Raise pay before budgets are locked, not after. If your review is in March, start the conversation in January.
Compare against the market. Check what the same role pays now at other employers. If you are clearly below, say so politely.
Ask in a dedicated conversation. Book a meeting about compensation instead of squeezing it into the end of a general check-in.
Lead with results, then the number. Be specific about the raise you want, as a dollar figure or a percentage.
Script:
"Over the past year I took over the weekly reporting, trained two new team members, and cut our turnaround time by a third. Given that, and what the role pays elsewhere, I'd like to talk about moving my salary to $X. What would it take to get there?"
If the answer is not now, ask for a specific date to revisit it and what you need to achieve before then. A vague "maybe later" with no date usually means no.
Salary is not everything
When the base salary has no room to move, other parts of the package often do. Keep the offer conversation focused on base pay, since it sets every raise and bonus that follows. Save the extras for the yearly review, when you have a year of results to point to.
What to ask for | Example request | Why it can work |
|---|---|---|
Extra vacation | One or two more weeks than the standard | Costs the employer no cash, and many managers can approve it |
Bonus | A performance bonus tied to a target, or a larger one | Employers who cannot raise base pay can sometimes pay a one-time amount |
Flexibility | A remote or hybrid day, or adjusted hours | Valuable to you and cheap for them |
Learning budget | Funding for a course or certification | Grows your skills and your next raise |
Title change | A more senior title | Helps your next job search and sets up the next raise |
Know the floor before you ask for vacation. In Alberta, the minimum is 2 weeks of vacation after each of the first 4 years of employment and 3 weeks after 5 consecutive years. Anything above that is a perk your employer chooses to give, so it is fair to ask for it.
If extra vacation matters more to you than a bigger salary, you can ask for it at the offer stage as a trade. Say so clearly, for example: "If the salary is fixed, could we add a week of vacation?"
Script for the review:
"I know there is a limit on base salary this year. Could we look at an extra week of vacation, or a bonus tied to the targets we agreed on?"
Mistakes to avoid
Accepting the first number without asking anything.
Giving a number before you know the range.
Saying "I need more" because of personal expenses. Argue from your value and the market instead.
Making ultimatums you are not prepared to follow through on.
Asking by email or text when a conversation would go better.
Accepting verbally and forgetting to get the change in writing.
Prep checklist
Find three comparable postings or salary sources for your role.
Decide your target number, your minimum, and your walk-away point.
Write down three results or reasons that justify the number.
Practise the script out loud once.
Decide what you would trade: for example, a week of vacation for a lower base.
After the call, send a short email confirming what was agreed.
Want to see what employers are paying? Browse the openings that list pay on the job board.